The difference between the position based salary system and the seniority salary system

The post wage system is a wage system that determines the salary level and wage standard according to the position of the incumbent in the organization. The post wage system is a simplified post wage system.

The difference between job title and post is:

The position not only expresses the level but also the nature of the work, such as the head of human resources, the head of the finance department, etc. Positions only express hierarchies, such as supervisors, managers, section chiefs, division chiefs, etc. The post wage system has been widely used in state-owned enterprises, public institutions and ** institutions.

The post salary system only distinguishes between grades, and in fact it is fundamentally different from the post salary system. The post salary reflects the difference between different positions, and the post value comprehensively reflects the post level, the nature of the post work and other factors, which is a market-oriented wage system; The job salary only reflects the hierarchy, which is a typical hierarchical salary system. Compared with the post wage system, the biggest feature of the post wage system is:

Remuneration is based on the level of the position, and some people may not be engaged in any position, but as long as they reach that level, they can enjoy the corresponding salary, which is the biggest challenge to internal fairness.

The differences between the annual salary system and the monthly salary system are as follows:

1. The annual salary system is based on the year, and the monthly salary system is based on the month;

2. The annual salary system has a certain pertinence, a long cycle, and certain risks. The monthly salary system has a shorter cycle and less risk;

3. The annual salary system is fixed, and you can get the corresponding salary under the premise of completing the established goals, while the monthly salary system is varied, such as performance commission or performance salary may change.

The annual salary system refers to the annual income level of high-level talents who are in urgent need of high-level talents who are in urgent need of special incentives in accordance with the relevant laws and policies of public institutions in accordance with relevant laws and policies, and who are suitable to take the annual performance appraisal cycle as the performance appraisal cycle and need special incentives.

The annual salary system is used to pay wages, and the practice of monthly fixed salary plus year-end dividends is adopted, that is, a part of the monthly salary is usually paid, and the rest is paid at the end of the year.

The monthly salary system is a commonly implemented wage system, which is calculated according to the monthly standard salary fixed by employees and calculated according to the monthly assessment.

Enterprises adopt an annual salary system, which can better stimulate the initiative of employees. To a certain extent, attract and retain high-level talents.

The advantages of the annual salary system are as follows:

1. The annual salary system can fully reflect the labor characteristics of the operator. Therefore, according to the operation and management performance of the operator in one year and during the term of office, the enterprise can determine the annual and long-term remuneration levels commensurate with the operator's contribution and the method of remuneration;

2. The annual salary structure contains a large risk income, which is conducive to increasing incentives on the basis of equal responsibility, risk and income, so that the operator can participate extensively and deeply in the distribution of the residual income of the enterprise with a variety of factors, so that the actual contribution of the operator is directly reflected in the fluctuation of various annual salary income in the current period, and further affects the long-term income due to it;

3. The annual salary system can create basic conditions for the extensive implementation of equity incentives, and enterprises can not only easily convert a part of the annual salary income into equity incentive forms, but also combine a variety of equity incentive forms; Closely integrate the remuneration of managers with the interests of asset owners and the development prospects of enterprises.

Legal basis

Labor Contract Law of the People's Republic of China

Article 11 Where an employer fails to conclude a written labor contract at the same time as employing the workers, and the labor remuneration agreed upon with the workers is not clear, the labor remuneration of the newly recruited workers shall be implemented in accordance with the standards stipulated in the collective contract; Where there is no collective contract or the collective contract does not provide for it, equal pay for equal work shall be implemented.

Essential difference: Teachers enjoy annual salary according to the agreement, and the annual salary is not affected by the annual assessment.

For a long time, China's colleges and universities have implemented a salary system of "basic salary + allowance + bonus", which aims to encourage teachers to "work more and get more", but because the allowance and bonus are mostly linked to teachers' application for topics, application for achievement awards and completion of target assessment tasks, many schools have implemented an annual assessment for all teachers.

The implementation of the annual salary system is a suitable way to avoid teachers being swayed by utilitarian evaluation goals.

Actually, there is no big difference.

It's the difference in amount.

The annual salary system may be a whole number. 1 million, 10 million, etc.

The monthly salary may be a whole number.

Both the annual salary system and the monthly salary system are ways of paying wages, and the monthly salary system is the current common way of paying wages, that is, it is paid monthly. The annual salary system is mainly for personnel in important positions in large enterprises, and is paid annually according to performance.

1. The units are different: the annual salary system is based on the year, and the monthly salary system is based on the month.

2. Different characteristics: The annual salary system is characterized by a targeted, long cycle, certain risks, and is no longer simply based on past performance, but also depends more on the recipient's ability to run the enterprise (or other work) and contribute potential. The monthly salary system has a shorter cycle and less risk.

3. The setting is different: the monthly salary system is to save an interval, in which each position is divided into five wages, and the difference between each level of the five levels is 5%-25%, and 12% can generally be taken. The annual salary system is mainly to evaluate the performance of managers through profit indicators, use the best market to evaluate the performance of managers, and directly evaluate the behavior of managers through owners.

The annual salary system is based on the annual unit, according to the scale of production and operation and business performance of the enterprise, to determine and pay the distribution method of the annual salary of the operator.

The monthly salary system refers to a method of calculating an employee's salary based on the fixed monthly standard salary minus the absence pay.

The general difference is reflected in the literal way, the annual salary is mainly paid to the executives of the enterprise and those who have made a greater contribution to the enterprise, and generally stipulates how much the annual salary, how many days of attendance can not be less, how much is paid every month, and the remaining salary is settled at the end of the year. The monthly salary is mainly the monthly salary paid by the middle-level and below the personnel of the enterprise, which is generally not less than 26 days per month according to the attendance, and 22 days off is paid to the individual every month according to the monthly salary.

The post wage system is divided into three categories: post level wage system, post skill wage system and post performance wage system.

Clause.

1. Post level salary system

The post level wage system determines the salary according to the difference between the post and the labor within the post, and the salary of one post is counted. It is a new wage system developed on the basis of post wages, and it has the characteristics of both post wage system and grade wage system.

Clause.

Second, the post skills wage system

The post skill wage system is a new wage system commonly used in the reform of China's enterprises in recent years, which is a wage type that is based on the basic labor factors such as labor skills, labor responsibility, labor intensity, and labor conditions, and takes the post or job wage and skill wage as the main content, and determines the multiple combination of remuneration according to the actual labor quality and quantity of the laborer.

Third, special wage units

Special wages mainly refer to allowances, which are wage compensation for employees' life, physical and psychological damages under special working conditions, working conditions and labor intensity. Allowances are generally divided into various natures: post allowances for special types of work, field work allowances for mobile personnel, etc.

Characteristics of the post wage system

1) The post wage system determines the wage standard according to the labor evaluation of each position, and each post has a clear scope of responsibility, technical business requirements and operating procedures, etc., and employees can only work when they meet the requirements. After taking up the post, they shall receive remuneration in accordance with the specific methods stipulated in the post wage system.

2) The method of increasing the capital of employees who implement the post wage system is different from that of the employees of the hierarchical system, and the wages of employees change with the change of the position. There is a difference between the wages of employees who are employed and those who are laid off, and those who are laid off are paid wages according to a certain percentage of their post wages.

3) The post wage system can effectively regulate the reasonable flow of labor, and unify with the professional division of labor, labor organization and labor quota of the enterprise, so that the post depends on the competition and the remuneration depends on the contribution, which is conducive to improving the operation and management of the enterprise.

There are two forms of post level salary system, one is one post one salary system, and the other is one post multiple salary system.

1. One post one salary system refers to a wage standard, where employees working in the same position are implemented the same wage standard, post wages from low to high order of virtual destruction, forming a unified post wage standard system, it reflects only the wage difference between different positions, not reflecting the internal labor difference and wage difference.

2. The multi-salary system for one post is suitable for those enterprises or departments where the division of posts is coarse, there are job differences between the Zen reputation rocks of the posts, and there are differences in technical proficiency between employees within the posts.

Its main feature is that it is not the right person. There are many forms of post wage system, mainly including post benefit wage system, post salary point wage system, and post grade wage system. However, no matter what kind of wage system it is, as long as it is called the post wage system, the proportion of post salary should account for more than 60% of the entire wage income.

The implementation of post wages, to carry out scientific job classification and post labor evaluation, post wage standards and wage gap determination, on the basis of post evaluation, the introduction of market mechanisms with reference to the labor force in the labor market to be reasonably determined.

The post wage system is a wage system in which wages are determined according to the different positions of employees in production work, and labor remuneration is paid according to the completion of specified job responsibilities by employees. The post wage standard is determined according to the technical level of each position, the size of the local responsibility, labor intensity and working conditions. It is a form of distribution that closely combines the organization of labor with the wage system.

Generally, there is a salary standard for a position, and two or more salary standards are used for positions with different levels of technical and business proficiency.